Click here to skip to main content.
scenic picture from Washington state
Research Tools › Sample Documents › Job Descriptions › Human Resources Analyst
 
Bellevue, WA - Human Resources Analyst

Sample Only

City of Bellevue: Human Resources Analyst

JOB TITLE:

Human Resources Analyst

JOB FAMILY:

Human Resources

JOB TITLE CODE:

  

EEO CODE:

Professional

DEPARTMENT(S):

Human Resources

WAGE SCHEDULE:

G 22

FLSA STATUS:

Exempt

EFFECTIVE DATE:

March 1, 2001

JOB SUMMARY

Performs a variety of routine and complex administrative, technical and professional work in analyzing and administering an assigned functional area(s) of the City's human resources systems. These functional areas will vary between analysts and may change from time to time. Functional areas may include any combination of the following: Staffing, Employee Relations, Compensation, Benefits, Labor Relations, Human Resource Communications, Civil Service, Performance Management, and Training.

This position is primarily engaged in administering programs, procedures and plans used in carrying out human resource policies. This is the intermediate level human resources staff professional with no supervisory responsibility. At this level, incumbents are expected to represent the organization at human resource-related meetings, events, and committees. The incumbent may serve on City-wide committees; coordinate meetings, agendas and materials as required. Additionally, the HR Analyst will assist in the design, implementation, management and auditing of human resources programs, procedures, and systems. The incumbent will provide input on processes, the impact of change and improved methods of operation. With respect to policies and procedures, the HR Analyst will explain, interpret and suggest changes to existing policies. Functioning on this level, the incumbent may be responsible for any of the following duties and responsibilities.

ESSENTIAL DUTIES AND RESPONSIBILITIES

These duties are illustrative (not all inclusive). Each Analyst will be assigned one or more functional areas listed below and will perform them in a manner commensurate with the examples provided.

  • Staffing: Partners with managers and supervisors to provide recruitment and selection services; participates in regional recruitment efforts; trains managers and supervisors in interviewing techniques; attends job fairs. May observes jobs and interviews workers and supervisory staff to determine job and worker requirements.
  • Employee Relations: Provide guidance to managers, supervisors and employees on various human resources issues such as career development, corrective action, performance management, policy and procedures, contract interpretation compliance requirements.
  • Compensation: Conduct salary surveys obtaining and analyzing information. Conduct reclassifications. Analyze questionnaires and compose job descriptions. Maintain pay plans for union and non-union personnel.
  • Benefits: Provide administration for existing program elements ensuring deadlines and compliance requirements are met and providing customer service to employees on related questions.
  • Labor: Under the direction of a manager, attending negotiation meetings, identifying action items, writing contract language using templates and memos of understanding as directed. Provide research, benchmarking and data gathering as needed.
  • Communication: Exchange information relative to HR policies and procedures ensuring that those who need to know about specific events or transactions have the needed information.
  • Civil Service: Administer the civil service process to ensure that all requirements are met in a timely fashion.
  • Performance Management: Administer performance management review systems, ensuring that managers have the tools they need to conduct performance evaluations effectively and on time.
  • Training: Teach classes to employees and managers on a variety of subjects related to Human Resource curriculum.

SUPERVISION RECEIVED AND EXERCISED

Works under the general supervision of one or more managers in the Human Resources Department, as assigned.

No formal supervisory responsibilities.

EDUCATION AND EXPERIENCE REQUIRMENTS

Graduation from an accredited four-year college or university with a degree in human resources, psychology, communications, business, public administration or related field.

Two or more years of professional related experience in a human resources discipline (Staffing, Employee Relations, Compensation, Benefits, Labor Relations, Human Resource Communications, Civil Service, Performance Management, and Training).

Or any equivalent combination of education, experience, and training that provides the required knowledge, skills, and abilities.

KNOWLEDGE, SKILLS, AND ABILITIES REQUIREMENTS

Knowledge of current trends and practices of public human resources administration; knowledge in one or more of the following disciplines: Staffing, Employee Relations, Compensation, Benefits, Labor Relations, Human Resource Communications, Civil Service, Performance Management, and Training.

Knowledge of personal computer use, including word processing and spreadsheet programs.

Skill in researching moderately complex issues and developing recommended actions.

Ability to analyze and interpret HR related information; ability to carry out assigned projects to their completion; ability to communicate effectively orally and in writing; ability to establish and maintain effective working relationships with internal and external individuals, City officials and the general public; ability to maintain confidential and sensitive information; ability to understand and follow instructions.

Skill in collaborating with diverse customers to form partnerships to achieve common objectives. Ability to plan, organize and facilitate meetings including agenda preparation, minutes and other documentation.

Ability to listen and ascertain the needs of customers; ability to find and communicate accurate information concerning process, policies and procedures to customers; ability to respond to customers tactfully and courteously.

PHYSICAL DEMANDS

The physical demands and work environment described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Work involves walking, talking, hearing, using hands to handle, feel or operate objects, tools, or controls, and reaching with hands and arms. Vision abilities required by this job include close vision and the ability to adjust focus.

The employee may be required to push, pull, lift, and/or carry up to 10 pounds.. he noise level in the work environment is usually moderately quiet.